Despite some pushback to DEI programming, the data remains clear: inclusion is good for business.
- According to a poll from The Washington Post and Ipsos, 61% of Americans think DEI programs are a “good thing.”
- A recent survey of more than 300 company executives conducted by Morning Consult and the Public Private Strategies Institute noted that 82% say diversity is “essential to their business strategy.”
Despite these positive insights about DEI programs on businesses, a 2023 study published in the journal Translational Behavioral Medicine, found that despite the $8 billion invested in DEI training every year, there is little research about its effectiveness. And the DEI market is projected to grow to $15.4 billion by 2026.
Education is a huge part of any DEI strategy. Without engaging leaders and potential allies in the conversation, a company’s actions become futile. This is why it’s important to measure the effectiveness of DEI training to avoid further pushback. There are three primary ways to measure the return on investment (ROI) of DEI efforts.
- Culture surveys and focus groups that test pre- and post-DEI-training sentiment.
- Assessments from DEI training comparing pre- and post-training levels of confidence, abilities and knowledge levels.
- Levels of innovation in the organization compared to levels of diverse representation.
Culture Surveys And Focus Groups That Test Pre- and Post-DEI-Training Sentiment
Culture surveys and focus groups can provide valuable insights into the effectiveness of DEI training programs. By measuring sentiment before and after training, organizations can gauge the impact of their efforts on employee perceptions and attitudes.
Surveys can assess employee perceptions of the training, their understanding of DEI concepts and their perceived ability to apply what they have learned to their work. Focus groups can provide deeper insights into employee experiences and perspectives, allowing organizations to identify specific areas for improvement.
Assessments From DEI Training Comparing Pre- and Post-Training Levels Of Confidence, Abilities And Knowledge Levels
Assessments from DEI training can provide valuable insights into the effectiveness of the training programs. By comparing pre- and post-training levels of confidence, abilities and knowledge, organizations can gauge the impact of the training on participants’ understanding and commitment to DEI principles. Positive changes in these areas can indicate that the training has successfully raised awareness and fostered a more inclusive workplace culture.
Assessments can also help identify areas where further training or support may be needed. For example, if the post-training assessment results show that participants still have low confidence in their ability to address microaggressions or unconscious bias, the organization may consider offering additional training or resources in these areas. By using assessment data to inform their DEI efforts, organizations can continuously improve their training programs and create a more inclusive and equitable workplace for all employees.
Comparing Levels Of Innovation In The Organization To Levels Of Diverse Representation
Measuring levels of innovation in an organization compared to levels of diverse representation can provide valuable insights into the impact of diversity on creativity and problem-solving. Research has shown that diverse teams tend to be more innovative and generate a wider range of ideas. To assess innovation levels, organizations can track metrics such as the number of patents filed, new product or service launches and employee participation in innovation initiatives. By comparing these metrics to the diversity of the workforce, organizations can determine whether there is a correlation between diversity and innovation.
Additionally, organizations can conduct surveys or hold focus groups to gather employee feedback on the relationship between diversity and innovation. Employees may be asked about their experiences working on diverse teams, their perceptions of the organization’s commitment to diversity and their beliefs about the impact of diversity on innovation.
Anything important in business is measured; let’s do the same for DEI. Despite the billions invested in DEI training every year, there is little research about its effectiveness. Corporate America can do better. Challenge your leaders to measure DEI training effectiveness through culture surveys and focus groups, assessments from DEI training and comparing levels of innovation in the organization to levels of diverse representation.